Industrial - MT2

1.

1 point

Adverse Impact occurs when the selection ratio/rate for one group is less than 60% of the rate for the highest scoring group.

True

False

2.

1 point

Differential validity happens in the professions where there is a one gender domination.

True

False

3.

1 point

These are all ways to reduce the chance of a lawsuit, EXCEPT:

Using a test with minimum adverse impact

Using a selection method that doesn't invade privacy

Using a reliable test

Using a test with good face validity

4.

1 point

What is described here?
The degree to which a selection device improves the quality of a personnel system, above and beyond what would have occurred had the instrument not been used.

Validity

Reliability

Generalizability

Utility

5.

1 point

What does Rule of 3 (or 5) refer to?

When every 3rd or 5th candidate is chosen from the list ordered from top performer to lowest scoring performer

When a random drawing from top 3 or 5 scorers is made

Selecting 3 or 5 top scorers

When a list of 3 or 5 top scorers is given to the manager and s/he hires based on the current organizational needs

6.

1 point

All is true about SEM banding, EXCEPT:

It is a compromise between the top-down and passing scores approach

Based on the concept of the standard error of measurement

It lacks flexibility

It takes into account that tests are not perfectly reliable (error)

7.

1 point

Multi-method multi-trait matrix is an approach to assessing the construct validity that involves convergent and discriminant validities.

True

False

8.

1 point

Why predictive validity method is not preferred?

Because it is impractical, unrealistic and expensive

Because it lacks generalizability

Because it has a range restriction problem

Because it takes too much time to conduct

9.

1 point

Single-group validity is when the test predicts significantly for both groups but significantly better for one of them.

True

False

10.

1 point

What definition is this: "The degree to which inferences from scores on tests or assessments are justified by the evidence."

Validity

Criterion Validity

Reliability

Content Validity

11.

1 point

These are all passing score selection strategies, EXCEPT:

Multiple cut-off approach

Multiple regession

Multiple Hurdle approach

Linear regression

12.

1 point

What is a concurrent validity?

A way to measure criterion validity when current employees' scores are correlated with their performance

A way to measure criterion validity when the test is administered to the soldiers and then their results are correlated with their physical performance

A way to measure criterion validity when the test is given to a random sample of people from the population and then their results correlated to job performance

A way to measure criterion validity when the test is administered to the group of applicants who will be hired and then later compared to their job performance

13.

1 point

In Taylor-Russel tables, based on which measure you choose which table to look at?

selection ratio

base rate

test-retest reliability

validity coefficient

14.

1 point

Spearman-Brown Formula is used to obtain a corrected internal reliability score when using split-half method.

True

False

15.

1 point

What is a multiple cut-off approach?

Using several assessment methods that are given all at once and if one of them is failed, the candidate is not considered further.

When all assessment tests have relative passing scores set.

Using several assessment methods, giving them one at a time. If the candidate fails a test, the next test is not given and the candidate is removed from further consideration.

When all assessment tests have absolute passing scores set

16.

1 point

All are true about alternate forms, EXCEPT:

Both forms are given at the same time

The mean and the standard deviation of both forms must be the same

They are difficult to develop

There might be time sampling errors

17.

1 point

All are true about banding, EXCEPT:

It's possible to use banding and have adverse impact at the same time

Banding completely removes adverse impact

It reduces utility

Sliding bands may be difficult to apply in private sector

18.

1 point

In proportion of correct decisions method, which quadrants of the graph represent no relation between the test scores and performance?

I and II

II and III

I and III

II and IV

19.

1 point

Which one of these represent item stability in a test?

internal reliability

alternate forms reliability

test-retest reliability

inter-rater reliability

20.

1 point

When human judgment is involved in performance ratings, we use:

Cronbach's Coefficient alpha method

alternate forms reliability

internal reliability

inter-rater reliability

21.

1 point

Validity Generalization is the extent to which a test found valid for a job in one location is valid for the same job in a different location

True

False

22.

1 point

Use a sliding banding technique to select 3 emplyees, among whom 1 female must be chosen. r=.8, SD=9.1

Efe Simsek 99
Arda Yıldız 98
Mesut Yesil 95
Ahmet Yılmaz 90
Ayse Gunes 89
Seda Sahin 88

Whom are you choosing?

Ayse and any of the 2 above

Efe, Arda, Ayse

Efe, Mesut, Ayse

Efe, Arda, Mesut

23.

1 point

Which of these BEST describe predictive bias?

When the hirer uses a personal judgment during the interview whether the applicant is good for the job

That people of different groups have an unequal chance of being hired

When hirers don't accept applications from non-white people

When hirers prefer whites for hiring because of their better abilities

24.

1 point

What does "n" mean in Brogden-Cronbach-Gleser Utility Formula?

number of employees fired per year

number of employees hired per year

number of successful employees in the organization

number of employees in the organization

25.

1 point

Sliding Banding means that females and minorities are given preference when selecting from within a band.

True

False

26.

1 point

These are all components you need to know to use Taylor-Russell table, EXCEPT:

base rate

criterion validity

selection ration

internal reliability

27.

1 point

The test is based on a job analysis. What does that mean?

The test is reliable.

The test is criterion valid.

The test is content valid.

The test has internal reliability

28.

1 point

What are Barnum statements?

A kind of questions in the application form

A kind of statements found in the performance evaluation form.

General statements that apply to almost anyone.

A kind of personality test questions

29.

1 point

What does SDy mean in Brogden-Cronbach-Gleser Utility Formula?

test validity

average tenure

mean standardized predictor score of selected applicants

standard deviation of performance in dollars

30.

1 point

All are true about internal reliability, EXCEPT:

It measures item stability

Used when it is impractical to develop 2 alternate forms of the test

It measures temporal stability

It defines measurement error in terms of consistency or inconsistency in the content of the test

31.

1 point

It is possible for a test to be valid but not reliable.

True

False

32.

1 point

How do we calculate the baseline of correct decisions?

II+IV / all quadrants

I+II / all quadrants

I+III / all quadrants

II+III /all quadrants

33.

1 point

Which of these hiring decision making methods has a highest adverse impact rate?

top-down selection

rule of 3 or 5

passing scores

banding

34.

1 point

These are all characteristics of an optimal employee selection systems, EXCEPT:

reliability

validity

generalizability

cost-effectiveness

35.

1 point

Which of these statements is FALSE?

Kuder-Richardson Formula is used for tests with dichotomous items

Cronbach's Coefficient Alpha is used with ratio or interval data and dichotomous items.

Split half is the easiest internal reliability measuring method

K-R formula is the most commonly used method of internal consistency

Industrial - MT2 - CH6