Chapter 6: Employee Testing and Selection Multiple Choice 1.
Hiring workers who have criminal backgrounds without proper safeguards is considered _____. a. improper hiring b. negligent hiring c. appropriate depending upon the job d. negligent intent e. unwise, but not illegal (b; moderate; p. 194)
2.
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 e. one that includes questions that are not repetitive in any way (a; difficult; p. 195)
3.
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 _____. a. valid b. invalid c. reliable d. unreliable e. inconsistent (d; moderate; p. 195)
4.
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 _____. a. valid b. invalid c. reliable d. unreliable e. inconsistent (c; moderate; p. 195)
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_____ 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. a. Equivalent form estimate b. Retest estimate c. Internal consistency d. Internal comparison estimate e. Criterion validity (b; moderate; p. 195)
6.
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 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 (a; difficult; p. 195)
7.
_____ 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. a. Equivalent form estimate b. Retest estimate c. Internal consistency d. Internal comparison estimate e. Criterion validity (a; moderate; p. 195)
8.
_____ 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. a. Equivalent form estimate b. Retest estimate c. Internal consistency d. Internal comparison estimate e. Criterion validity (c; moderate; p. 195)
9.
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
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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 (b; difficult; p. 195) 10.
When repetitive questions appear on a questionnaire, which form of reliability is likely being measured? a. retest estimate b. internal consistency c. equivalent form d. test validity e. criterion validity (b; moderate; p. 195)
11.
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 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 (c; difficult; p. 195)
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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 (b; difficult; p. 195)
13.
Which of the following is not a reason that a test might be unreliable? a. questions may not represent material b. tests used to estimate equivalence may not have been equivalent c. testing conditions could vary d. the test may not predict actual performance e. all are reasons for unreliable tests (d; difficult; p. 195)
14.
The first step in the validation process is to _____. a. choose the tests to measure attributes of job b. analyze the job c. administer tests d. relate test scores and job criteria e. cross-validate (b; easy; p. 197)
15.
The second step in the validation process is to _____. a. choose the tests to measure attributes of job b. analyze the job c. administer tests d. relate test scores and job criteria e. cross-validate (a; easy; p. 197)
16.
The final step in the validation process is to _____. a. choose the tests to measure attributes of job b. analyze the job c. administer tests d. relate test scores and job criteria e. cross-validate (e; easy; p. 197) Which of the following tasks is not part of demonstrating content validity? a. demonstrating that the tasks a person performs on the test are represent the tasks performed on the job b. demonstrating that the tasks on the test are a random sample of tasks performed on the job
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c. demonstrating the conditions under which the person takes the test resemble the work situation d. demonstrating that the scores on the test are a good predictor of criterion like job performance e. all of the above are part of demonstrating content validity (d; difficult; p. 197) 18.
A(n) _____ aims to measure an array of possible predictors for job performance. a. test validity b. test criterion c. test battery d. job analysis e. assessment rating (c; moderate; p. 197)
19.
To use _____, one administers a test to employees presently on the job and then compares their test scores with current performance. a. concurrent validation b. predictive validation c. correlation analysis d. expectancy assessment e. test batteries (a; moderate; p. 198)
20.
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. a. concurrent validation b. predictive validation c. correlation analysis d. expectancy assessment e. test batteries (b; moderate; p. 198)
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