莲喇母矮将贸多大学 人力资源管理 Chapter 5 Personnel Selection and Placement True/False Questions 6-1.The degree to which a measure is free from random error refers to its reliability. Ans:T Difficulty:E Page 180 L01 6-2.A concurrent criterion-related validation strategy correlates job incumbents'scores on a test with their performance appraisal scores. Ans:T Difficulty:E Page 185 L01 6-3.A measure must be reliable to have validity Ans:T Difficulty:E Page 184 L01 6-4.Content validation strategies employ experts'judgments regarding the validity of the selection method. Ans:T Difficulty:E Page 187 第1页共27页
人力资源管理 Chapter 5 Personnel Selection and Placement True/False Questions 6-1. The degree to which a measure is free from random error refers to its reliability. Ans: T Difficulty: E Page 180 LO1 6-2. A concurrent criterion-related validation strategy correlates job incumbents’ scores on a test with their performance appraisal scores. Ans: T Difficulty: E Page 185 LO1 6-3. A measure must be reliable to have validity. Ans: T Difficulty: E Page 184 LO1 6-4. Content validation strategies employ experts’ judgments regarding the validity of the selection method. Ans: T Difficulty: E Page 187 第 1 页 共 27 页
链为4经降父多大号 人力资源管理 LOI 6-5.Where there are small sample settings,content validation is generally less applicable than criterion-related validation. Ans:F Difficulty:H Page 187 L01 6-6.The degree to which information provided by a selection method enhances the effectiveness of selecting personnel in real organizations refers to the selection method's generalizability. Ans:F Difficulty:M Page 188 L01 6-7.The utility of a test will tend to decrease as the selection ratio gets lower. Ans:F Difficulty:M Page 190 L02 6-8.The utility of any given selection procedure will be higher as the number of people to be tested goes up. Ans:F Difficulty:M Page 190 L02 第2页共27页
人力资源管理 LO1 6-5. Where there are small sample settings, content validation is generally less applicable than criterion-related validation. Ans: F Difficulty: H Page 187 LO1 6-6. The degree to which information provided by a selection method enhances the effectiveness of selecting personnel in real organizations refers to the selection method’s generalizability. Ans: F Difficulty: M Page 188 LO1 6-7. The utility of a test will tend to decrease as the selection ratio gets lower. Ans: F Difficulty: M Page 190 LO2 6-8. The utility of any given selection procedure will be higher as the number of people to be tested goes up. Ans: F Difficulty: M Page 190 LO2 第 2 页 共 27 页
碰男华经海贸多大学 人力资源管理 6-9.The Civil Rights Act of 1991 explicitly prohibits the granting of preferential treatment to minority groups. Ans:T Difficulty:M Page 191 L03 6-10.Under the Americans With Disabilities Act,employers are prohibited from requiring job applicants to submit to a medical examination prior to an offer of employment. Ans:T Difficulty:E Page 191 LO3 6-11.Research is beginning to show that the employment interview works well if interviewers are trained to be more in touch with their instincts regarding candidates and the questions asked are varied based on the flow of the interview. Ans:F Difficulty:E Page 192 L04 6-12.The use of situational questions in job interviews is generally recommended. Ans:T Difficulty:M Page 193 L04 6-13.Biographical data has high utility,especially for occupational categories such as clerical and sales. 第3页共27页
人力资源管理 6-9. The Civil Rights Act of 1991 explicitly prohibits the granting of preferential treatment to minority groups. Ans: T Difficulty: M Page 191 LO3 6-10. Under the Americans With Disabilities Act, employers are prohibited from requiring job applicants to submit to a medical examination prior to an offer of employment. Ans: T Difficulty: E Page 191 LO3 6-11. Research is beginning to show that the employment interview works well if interviewers are trained to be more in touch with their instincts regarding candidates and the questions asked are varied based on the flow of the interview. Ans: F Difficulty: E Page 192 LO4 6-12. The use of situational questions in job interviews is generally recommended. Ans: T Difficulty: M Page 193 LO4 6-13. Biographical data has high utility, especially for occupational categories such as clerical and sales. 第 3 页 共 27 页
链剥挂将发多大是 人力资源管理 Ans:T Difficulty:M Page 194 L04 6-14.Tests of physical abilities for physically demanding jobs often are relevant for predicting occupational injuries. Ans:T Difficulty:M Page 195 L04 6-15.A concern that employers should have regarding the use of cognitive ability tests is that they have been shown to have an adverse impact on black applicants. Ans:T Difficulty:E Page 196 L04 6-16.Personality inventories tend to have high reliability,low (criterion)validity,and low generalizability Ans:T Difficulty:H Page 196 L04 6-17.Of the five major dimensions of personality inventories,"agreeableness"has generally been found to have the highest validity in predicting job performance. Ans:F Difficulty:M Page 197 第4页共27页
人力资源管理 Ans: T Difficulty: M Page 194 LO4 6-14. Tests of physical abilities for physically demanding jobs often are relevant for predicting occupational injuries. Ans: T Difficulty: M Page 195 LO4 6-15. A concern that employers should have regarding the use of cognitive ability tests is that they have been shown to have an adverse impact on black applicants. Ans: T Difficulty: E Page 196 LO4 6-16. Personality inventories tend to have high reliability, low (criterion) validity, and low generalizability. Ans: T Difficulty: H Page 196 LO4 6-17. Of the five major dimensions of personality inventories, “agreeableness” has generally been found to have the highest validity in predicting job performance. Ans: F Difficulty: M Page 197 第 4 页 共 27 页
链剥4经将父多大号 人力资源管理 L04 6-18.An"in-basket"test is an example of a work sample test for managerial positions. Ans:T Difficulty:M Page 197 L04 6-19.The use of polygraph tests by private employers was banned(with few exceptions)by the Polygraph Act of 1988. Ans:T Difficulty:E Page 198 L04 6-20.The use of drug tests is controversial primarily because their results have low reliability and validity. Ans:F Difficulty:M Page 199 L04 6-21.Work sample tests tend to have high reliability,high validity,and high legality. Ans:T Difficulty:M Page 200;Table 6.6 LO5 6-22.Drug tests tend to have low validity,low legality,and low utility. 第5页共27页
人力资源管理 LO4 6-18. An “in-basket” test is an example of a work sample test for managerial positions. Ans: T Difficulty: M Page 197 LO4 6-19. The use of polygraph tests by private employers was banned (with few exceptions) by the Polygraph Act of 1988. Ans: T Difficulty: E Page 198 LO4 6-20. The use of drug tests is controversial primarily because their results have low reliability and validity. Ans: F Difficulty: M Page 199 LO4 6-21. Work sample tests tend to have high reliability, high validity, and high legality. Ans: T Difficulty: M Page 200; Table 6.6 LO5 6-22. Drug tests tend to have low validity, low legality, and low utility. 第 5 页 共 27 页