Multiple Choice Questions
1. Comparing the same supervisor's rating of an employee's performance at T1 to T2 is a method for assessing ______ reliability.
A. intrarater
B. fixed-point
C. test-retest
D. interrater
2. Reliability of a measure places ________.
A. no limit on the validity of a measure
B. a lower limit on the validity of a measure
C. an average limit on the validity of a measure
D. an upper limit on the validity of a measure
3. Deficiency error would not indicate a failure to _________.
A. measure some portion of the attribute of interest
B. adequately define the attribute of interest
C. construct a proper measure of the totality of the attribute
D. calculate the standard deviation
4. Contamination error _________.
A. is easy to minimize and control
B. is the same as deficiency error
C. represents unwanted sources of influence on a measure
D. shows a lack of an acceptable coefficient alpha
5. Which of the following is an example of contamination error?
A. irrelevant material on the test
B. guessing by the test taker
C. different time limits for the same test
D. all of the above
6. The standard error of measurement allows ________.
A. calculation of confidence intervals for true scores
B. estimates of content validity
C. calculation of confidence intervals for actual scores
D. calculation of confidence intervals for error
7. Validity of a measure is best defined as ________.
A. the upper limit of reliability
B. the degree to which the measure does indeed measure what it is intended to measure
C. the lower limit of reliability
D. the consistency of measurement
8. Which of the following is a type of validity?
A. test-retest
B. coefficient alpha
C. criterion
D. parallel forms
9. When predictor and criterion scores have been obtained, the predictor can be considered valid if __________.
A. the correlation coefficient has the desired practical and statistical significance
B. the correlation coefficient has statistical significance alone
C. the correlation coefficient is insignificant
D. the correlation coefficient has practical significance alone
10. Content validation is most appropriate when ____________.
A. reliability is too high
B. sample size is large
C. criterion measures are readily available
D. sample size is too small for criterion validity calculation
11. The case for validity generalization across situations becomes stronger if ___.
A. correlation coefficients are negative
B. the standard error of measurement is large
C. differences in method and statistical differences are controlled
D. reliability is low
12. Which of the following is not part of the process of measurement?
A. choosing an attribute of concern
B. assessing the attribute's acceptability to applicants
C. using the measure to gauge the attribute
D. constructing a measure of the attribute
13. The Uniform Guidelines in Employee Selection procedures require the calculation of selection rates for ________.
A. every disability category currently assessed
B. each job category
C. the population at large
D. all of the above
14. Applicant flow statistics require the calculation of ________.
A. selection rates for the groups under analysis
B. interview rates for the groups under analysis
C. rejection rates for the groups under analysis
D. range scores for the groups under analysis
15. Applicant stock statistics for groups under analysis require calculation of percentages for _________.
A. unemployed workers
B. measures of content validity
C. availability in the population
D. the reliability of a measure
16. Within the context of the selection process, the "logic of prediction" means that:
A. indicators of an applicant's future performance are predictive of likely job performance
B. indicators of a person's degree of success in past situations should be predictive of future job success
C. predictors of job performance are correlated with KSAOs
D. indicators of job outcomes can be used to predict job performance
17. Which of the following is necessary for the logic of prediction to work in practice for selecting employees?
A. the organization has adopted a thorough competency modeling approach
B. qualifications carry over from one job to another
C. that each candidate is assessed based on his or her unique experiences
D. anonymous periodic reviews of applicant files to ensure accuracy
18. If the correctness of a response is essential for a job, then a(n) ________ test should be used.
A. essay
B. speed
C. power
D. objective
19. Essay tests are best used to assess ___________ skills.
A. oral communication
B. written communication
C. interpersonal
D. none of the above
20. The most accurate description of the basic purpose of a selection plan is ______________.
A. a selection plan determines the means for attracting qualified job applicants
B. a selection plan matches applicants to outcome criteria
C. a selection plan describes predictors to be used to assess KSAOs required to perform the job
D. a selection plan consists of interview rating criteria