链剥将发多大是 人力资源管理 Ans:F Difficulty:E Page 200;Table 6.6 LO5 6-23.Reference checks tend to have moderate reliability,moderate validity,and moderate utility. Ans:F Difficulty:E Page 200;Table 6.6 L05 6-24.Concurrent validation is superior to predictive validation. Ans:F Difficulty:M Page 185 L01 6-25.Situational specificity is a particular concern when using standard cognitive ability tests in employee selection Ans:F Difficulty:M Page 188 L01 Multiple Choice Questions 6-26.The degree to which a measure is free from random error refers to its a.reliability. b.validity. 第6页共27页
人力资源管理 Ans: F Difficulty: E Page 200; Table 6.6 LO5 6-23. Reference checks tend to have moderate reliability, moderate validity, and moderate utility. Ans: F Difficulty: E Page 200; Table 6.6 LO5 6-24. Concurrent validation is superior to predictive validation. Ans: F Difficulty: M Page 185 LO1 6-25. Situational specificity is a particular concern when using standard cognitive ability tests in employee selection. Ans: F Difficulty: M Page 188 LO1 Multiple Choice Questions 6-26. The degree to which a measure is free from random error refers to its a. reliability. b. validity. 第 6 页 共 27 页
碰剥经悔贸多大号 人力资源管理 c.generalizability. d.utility Ans:a Difficulty:E Page 180 L01 6-27.The degree to which two sets of numbers are related is referred to as the a.validity. b.standard error of the measure. c.utility. d.correlation coefficient. Ans:d Difficulty:H Page 181 L01 6-28.You would be in the best position to decide whether or not to hire one applicant versus another based on their respective scores on the cognitive ability test if a.a content validation design had been used. b.a concurrent criterion-related design had been used. c.reliability of the test was known. d.it was shown that the validity of the test was"situationally specific." Ans:b Difficulty:E Page 184 L01 6-29.The extent to which performance on the selection measure (i.e.,the predictor)is associated with performance on the job is called a.reliability. b.validity. c.generalizability. d.utility. 第7页共27页
人力资源管理 c. generalizability. d. utility. Ans: a Difficulty: E Page 180 LO1 6-27. The degree to which two sets of numbers are related is referred to as the a. validity. b. standard error of the measure. c. utility. d. correlation coefficient. Ans: d Difficulty: H Page 181 LO1 6-28. You would be in the best position to decide whether or not to hire one applicant versus another based on their respective scores on the cognitive ability test if a. a content validation design had been used. b. a concurrent criterion-related design had been used. c. reliability of the test was known. d. it was shown that the validity of the test was “situationally specific.” Ans: b Difficulty: E Page 184 LO1 6-29. The extent to which performance on the selection measure (i.e., the predictor) is associated with performance on the job is called a. reliability. b. validity. c. generalizability. d. utility. 第 7 页 共 27 页
爸剥撞降餐多大学 人力资源管理 Ans:c Difficulty:H Page 183 L01 6-30.Which of the following validation strategies is most likely to be adversely affected by the "restriction of range"problem that results from current employees tending to be homogeneous? a.Predictive criterion-related b.Concurrent criterion-related c.Content d.Face Ans:b Difficulty:M Page 185 LOI 6-31.To test the validity of your selection device for widget makers,you have given it to the present widget makers in your company and correlated it with their latest performance appraisal scores.What type of strategy have you used? a.Predictive criterion-related validation b.Content validation c.Concurrent criterion-related validation d.Utility Ans:c Difficulty:E Page 185 L01 6-32.A new mechanical aptitude test has been developed that has a maximum possible score of 100 points.This test is administered twice,with the following results: Time 1 Time 2 John 10 47 Cathy 89 33 Pete 95 80 第8页共27页
人力资源管理 Ans: c Difficulty: H Page 183 LO1 6-30. Which of the following validation strategies is most likely to be adversely affected by the “restriction of range” problem that results from current employees tending to be homogeneous? a. Predictive criterion-related b. Concurrent criterion-related c. Content d. Face Ans: b Difficulty: M Page 185 LO1 6-31. To test the validity of your selection device for widget makers, you have given it to the present widget makers in your company and correlated it with their latest performance appraisal scores. What type of strategy have you used? a. Predictive criterion-related validation b. Content validation c. Concurrent criterion-related validation d. Utility Ans: c Difficulty: E Page 185 LO1 6-32. A new mechanical aptitude test has been developed that has a maximum possible score of 100 points. This test is administered twice, with the following results: Time 1 Time 2 John 10 47 Cathy 89 33 Pete 95 80 第 8 页 共 27 页
链剥将发多大是 人力资源管理 Tom 56 91 If these results are typical,this test is a.reliable and valid. b.reliable.but not valid. c.unreliable,though may still be valid d.neither reliable nor valid. Ans:d Difficulty:M Page180-185 L01 6-33.A validation study that gives a test to job applicants and then compares these scores to a future measure of job performance is called a.content validation. b.predictive criterion-related validation c.concurrent criterion-related validation d.split-halves validation. Ans:b Difficulty:E Page 184 L01 6-34.The general method of establishing the validity of a selection method by showing that there is an empirical association between scores on the selection measure and scores for job performance is called a.criterion-related validation. b.split-half estimate of validation. c.content validation. d.reliability of the measurement and validation. Ans:a Difficulty:E Page 184 L01 6-35.You want to establish the validity of a test designed for computer technicians using a predictive 第9页共27页
人力资源管理 Tom 56 91 If these results are typical, this test is a. reliable and valid. b. reliable, but not valid. c. unreliable, though may still be valid. d. neither reliable nor valid. Ans: d Difficulty: M Page 180-185 LO1 6-33. A validation study that gives a test to job applicants and then compares these scores to a future measure of job performance is called a. content validation. b. predictive criterion-related validation. c. concurrent criterion-related validation. d. split-halves validation. Ans: b Difficulty: E Page 184 LO1 6-34. The general method of establishing the validity of a selection method by showing that there is an empirical association between scores on the selection measure and scores for job performance is called a. criterion-related validation. b. split-half estimate of validation. c. content validation. d. reliability of the measurement and validation. Ans: a Difficulty: E Page 184 LO1 6-35. You want to establish the validity of a test designed for computer technicians using a predictive 第 9 页 共 27 页