Question 1

If a small police department uses a cognitive ability test because a meta-analysis indicated cognitive ability is the best predictor of performance in the police academy, it is:
A) breaking the law
B) using the Taylor-Russell method
C) going to see a reduction in quality
D) using validity generalization

Accepted Answer

The use of a cognitive ability test based on a meta-analysis that suggests cognitive ability is the best predictor of performance in the police academy indicates the use of validity generalization. This is a common method used to justify the use of testing in personnel selection, and it suggests that the test is likely to be valid for predicting job performance in this context.

Question 2

Even though a test is both reliable and valid, it is not necessarily useful. The _______ were created to determine the probability that a particular applicant will be successful.
A) Taylor-Russell tables
B) Expectancy charts
C) Lawshe tables
D) Brogden-Cronbach-Gleser utility formula

Accepted Answer

The answer of Even though a test is both reliable...

Question 3

Construct validity is usually determined by correlating scores on a test with _______.
A) performance on the job
B) the items within the test
C) scores from similar tests
D) correlational analysis is not used

Accepted Answer

Construct validity is often determined by correlating scores on a test with scores from similar tests that are designed to measure the same construct, to see if they are consistent.

Question 4

The ______ are (is) used to determine the amount of money that an organization would save if it used a particular test in place of the test it currently uses to select employees.
A) Brogden-Cronbach-Gleser formula
B) Taylor-Russell Tables
C) expectancy charts
D) Lawshe tables

Accepted Answer

The Brogden-Cronbach-Gleser formula is used to estimate the monetary value of using a particular test for employee selection, by comparing it to the current test in use, thus determining potential savings or gains for the organization.

Question 5

_______ validity refers to the extent to which a test appears to be valid.
A) Content
B) Criterion
C) Construct
D) Face

Accepted Answer

Face validity refers to the superficial appearance of a test being valid, or in other words, whether the test looks like it measures what it claims to measure. It does not necessarily indicate actual validity, but rather gives an initial impression of validity to the test taker.

Question 6

Barnum statements are most associated with:
A) known-group validity
B) face validity
C) concurrent validity
D) construct validity

Accepted Answer

Barnum statements are vague and general statements that are often used in personality assessments and horoscopes. They seem to be specific, but they can apply to almost anyone. Therefore, they have low face validity, which means they appear to be a good measure of a construct or trait, but are actually not.

Question 7

If test takers do not believe that items on a test measure what they are supposed to measure then the test probably lacks:
A) face validity
B) concurrent validity
C) criterion validity
D) reliability

Accepted Answer

Face validity refers to the extent to which a test appears to measure what it is supposed to measure. If test takers do not believe the items on the test are measuring what they are supposed to measure, then the test lacks face validity. This indicates that the test does not appear to be measuring what it claims to measure, and may raise concerns about the test's overall accuracy and usefulness.

Question 8

Which of the following sources contain reliability and validity information on various tests?
A) Radford Guide to Reliability
B) California Index
C) Validity Studies
D) Mental Measurements Yearbook

Accepted Answer

The Mental Measurements Yearbook contains reliability and validity information on various tests.

Question 9

Which of the following pieces of information is NOT required to use the Taylor-Russell tables?
A) Criterion validity coefficient
B) Selection ratio
C) Base rate
D) Reliability

Accepted Answer

The Taylor-Russell tables require information on criterion validity coefficient, selection ratio, and base rate. However, reliability of the selection test is not necessary for using the tables.

Question 10

The extent to which a test found valid for a job in one location is valid for the same job in another location refers to the concept of _______.
A) the cross over effect
B) temporal stability
C) validity generalization
D) known group validity

Accepted Answer

Validity generalization refers to the extent to which a test that has been validated for one specific job or organization can be applied to other jobs or organizations. It seeks to establish the generalizability of test scores across different contexts. This concept is particularly useful for organizations that have multiple locations and want to use the same testing procedures across them for consistency and fairness. The other options are not relevant to this concept.

Question 11

When the criterion validity coefficient is ____, and the selection ratio is ____, a test will have the most utility in selecting successful employees.
A) large / large
B) large / small
C) small / small
D) small / large

Accepted Answer

A large criterion validity coefficient means the test accurately predicts job performance, and a small selection ratio indicates a high level of selectivity among candidates, both of which increase the utility of the test in selecting successful employees.

Question 12

______ is the basis for validity generalization.
A) Face validity
B) Known-group validity
C) Meta-analysis
D) Utility

Accepted Answer

Meta-analysis is the basis for validity generalization as it involves the statistical procedures used to combine and analyze data from multiple studies, allowing for the identification of patterns and trends that can be used to establish generalizations about the validity of a particular assessment tool or method. Face validity pertains to the extent to which an assessment appears to measure what it is intended to measure, while known-group validity is concerned with the ability of an assessment tool to distinguish between groups known to differ on a particular construct or behavior. Utility refers to the practical usefulness of an assessment tool or method.

Question 13

Even though a test is both reliable and valid, it is not necessarily useful. The _______ were/was developed to determine the amount of money that an organization would save if it used a particular test to select employees.
A) Taylor-Russell tables
B) Expectancy charts
C) Lawshe tables
D) Brogden-Cronbach-Gleser utility formula

Accepted Answer

The Brogden-Cronbach-Gleser utility formula was developed to calculate the economic value or utility of using a particular test for employee selection, determining the financial savings for an organization.

Question 14

A test is considered to have _____ if there are race differences in test scores that are unrelated to the construct being measured.
A) differential validity
B) measurement bias
C) selection bias
D) adverse impact

Accepted Answer

Measurement bias refers to differences in test scores that are not related to the construct being measured. This bias can occur if the test is not culturally sensitive or if there are language barriers. Differential validity refers to the extent to which the test predicts outcomes differently for different groups. Selection bias refers to the potential for a test to favor one group over another during the selection process. Adverse impact refers to the potential for a test to have a negative impact on a particular group, such as a minority group, even if the test is not intentionally biased.

Question 15

If the selection rate for any of the protected groups is less than 80% of the selection rate for either white applicants or males, the test is considered to have _______.
A) differential validity
B) adverse impact
C) selection bias
D) known group validity

Accepted Answer

This scenario represents a situation where the employment test is having adverse impact on the protected groups, as their selection rate is significantly lower than that of the majority group (white applicants or males). Adverse impact is a violation of equal employment opportunity laws and can lead to legal issues for the organization. Therefore, it is important for organizations to assess the adverse impact of their employment tests before making hiring decisions.

Question 16

_______ is based on the assumption that tests that predict a particular component of one job should predict performance on the same component for another job.
A) Content validity
B) Validity generalization
C) Synthetic validity
D) Face validity

Accepted Answer

Synthetic validity is based on the idea that if a test can predict a certain aspect or component of job performance in one job, it should be able to predict the same aspect or component in a different job. This approach combines data from multiple jobs to determine the validity of a test for components common across different jobs.

Question 17

If a police applicant is asked questions about her favorite hobbies and religious beliefs, she may feel the test is not valid. In this case, her impression demonstrates the importance of ______ validity.
A) construct
B) criterion
C) concurrent
D) face

Accepted Answer

Face validity refers to the extent to which a test appears to be measuring what it is intended to measure. If the police applicant feels that questions about hobbies and religious beliefs are not relevant to the job of a police officer, she may question the face validity of the test.

Question 18

A researcher correlates scores on a test (Test 1) with scores on other tests (Test 2 and Test 3). The analysis demonstrates that the scores on Test 1 correlate highly with scores on Test 2 but do not correlate with scores on Test 3. This type of analysis is used to determine:
A) content validity
B) construct validity
C) concurrent validity
D) predictive validity

Accepted Answer

Construct validity is assessed by examining whether a test correlates with other measures as theoretically predicted. In this case, the correlation of Test 1 with Test 2 (but not with Test 3) suggests an evaluation of construct validity, as it indicates that Test 1 measures what it is supposed to measure by showing a relationship with a related test (Test 2) and not showing a relationship with an unrelated test (Test 3).

Question 19

Even though a test is both reliable and valid, it is not necessarily useful. The _______ are designed to estimate the percentage of future employees who will be successful on the job if an organization uses a particular test.
A) Taylor-Russell tables
B) Expectancy charts
C) Lawshe tables
D) Brogden-Cronbach-Gleser utility formula

Accepted Answer

The Taylor-Russell tables are used to estimate the percentage of future employees who will be successful on the job if an organization uses a particular test. Therefore, option A is the correct choice. Option B is incorrect because expectancy charts are used to predict the relationship between employee effort and job performance, not the usefulness of a test. Option C is incorrect because Lawshe tables are used to determine content validity, not the usefulness of a test. Option D is incorrect because the Brogden-Cronbach-Gleser utility formula is used to determine the economic value of a particular test, not its usefulness.

Question 20

Setting your clock ten minutes fast will affect the _______ of the clock.
A) reliability
B) validity
C) psychometrics
D) speed

Accepted Answer

Setting your clock ten minutes fast will not affect the reliability of the clock as it will still continue to function consistently. Psychometrics refers to the scientific measurement of mental processes and behavior, and it is not related to setting clocks. Similarly, the speed of the clock will not be affected by setting it fast. However, setting the clock fast will affect the validity of the time displayed on the clock, as it will not accurately reflect the actual time. Therefore, the best choice is B (validity).

Quiz 6: Evaluating Selection Techniques and Decisions.

If a small police department uses a cognitive ability test because a meta-analysis indicated cognitive ability is the best predictor of performance in the police academy, it is:

Even though a test is both reliable and valid, it is not necessarily useful. The _______ were created to determine the probability that a particular applicant will be successful.

Construct validity is usually determined by correlating scores on a test with _______.

The ______ are (is) used to determine the amount of money that an organization would save if it used a particular test in place of the test it currently uses to select employees.

_______ validity refers to the extent to which a test appears to be valid.

Barnum statements are most associated with:

If test takers do not believe that items on a test measure what they are supposed to measure then the test probably lacks:

Which of the following sources contain reliability and validity information on various tests?

Which of the following pieces of information is NOT required to use the Taylor-Russell tables?

The extent to which a test found valid for a job in one location is valid for the same job in another location refers to the concept of _______.

When the criterion validity coefficient is , and the selection ratio is , a test will have the most utility in selecting successful employees.

______ is the basis for validity generalization.

Even though a test is both reliable and valid, it is not necessarily useful. The _______ were/was developed to determine the amount of money that an organization would save if it used a particular test to select employees.

A test is considered to have _____ if there are race differences in test scores that are unrelated to the construct being measured.

If the selection rate for any of the protected groups is less than 80% of the selection rate for either white applicants or males, the test is considered to have _______.

_______ is based on the assumption that tests that predict a particular component of one job should predict performance on the same component for another job.

If a police applicant is asked questions about her favorite hobbies and religious beliefs, she may feel the test is not valid. In this case, her impression demonstrates the importance of ______ validity.

A researcher correlates scores on a test (Test 1) with scores on other tests (Test 2 and Test 3) . The analysis demonstrates that the scores on Test 1 correlate highly with scores on Test 2 but do not correlate with scores on Test 3. This type of analysis is used to determine:

Even though a test is both reliable and valid, it is not necessarily useful. The _______ are designed to estimate the percentage of future employees who will be successful on the job if an organization uses a particular test.

Setting your clock ten minutes fast will affect the _______ of the clock.