1.
Which of the following terms refers to hiring workers who have criminal backgrounds without proper safeguards?
A.
Employment malpractice
B.
Negligent hiring
C.
Improper hiring
D.
Invalid screening
2.
A reliable employment test will most likely yield ________.
A.
Consistent scores when a person takes two alternate forms of the test
B.
Improved scores when a person takes the same test more than once in a single day
C.
High scores when a person takes two alternate forms of the test on different occasions
D.
Similar scores when two different people are administered the test at different times
3.
If a person scores a 70 on an intelligence test on one day and scores 110 when retested on another day, you would most likely conclude that this test is ________.
A.
Valid
B.
Invalid
C.
Reliable
D.
Unreliable
4.
If a person scores a 78 on a test on one day and scores a 79 when retested on another day, you would most likely conclude that this test is ________.
A.
Valid
B.
Invalid
C.
Reliable
D.
Unreliable
5.
Which of the following terms refers to the consistency of scores obtained by the same person when retested with alternate forms of the same test?
A.
Equivalency
B.
Reliability
C.
Expectancy
D.
Validity
6.
Which of the following best describes how to use a test-retest reliability estimate to assess reliability?
A.
Administer a test with content based on what a person actually needs to know to effectively perform the job in question
B.
Administer the same test to different people at two different points in time and compare their test scores at time 2 with the scores at time 1
C.
Administer different tests to a group of people and compare the range of collected test scores
D.
Administer the same test to the same people at two different points in time and compare their test scores at time 2 with their scores at time 1
7.
Which of the following measures reliability by administering two different yet comparable tests and then comparing the two test scores?
A.
Retest estimate
B.
Equivalent form estimate
C.
Internal comparison estimate
D.
Criterion validity measurement
8.
________ is used as an estimate of reliability and involves administering a test with x number of items designed to assess a topic and then statistically analyzing the degree to which responses to the items vary together.
A.
Retest estimate
B.
Equivalent form estimate
C.
Content validity estimate
D.
Internal comparison estimate
9.
All of the following are used for estimating the reliability of a test EXCEPT ________.
A.
Test-retest estimate
B.
Internal comparison estimate
C.
Equivalent form estimate
D.
Content validity measurement
10.
When repetitive questions appear on a questionnaire, which of the following is most likely being measured?
A.
Test validity
B.
Retest estimate
C.
Internal consistency
D.
Criterion validity
11.
The unreliability of a test is best explained by all of the following EXCEPT ________.
A.
Lack of equivalence between tests
-
B.
Poor sampling of question material
C.
Inconsistent testing conditions
D.
Failure to predict job performance
12.
Which of the following terms refers to the accuracy with which a test fulfills the function for which it was designed?
A.
Reliability
B.
Validity
C.
Expectancy
D.
Consistency
13.
Demonstrating the content validity of a test can be best accomplished by showing that ________.
A.
Tasks performed on the test are general enough to apply to any type of job
B.
Higher test scores are statistically equivalent to proven, long-term job success
C.
The test is representative of important aspects of performance on the job
D.
Scores on the test are both internally and externally reliable
14.
The first step in the test validation process is ________.
A.
Creating a test battery
B.
Administering tests
C.
Analyzing the job
D.
Cross-validating
15.
Which of the following is a graph that shows the relationship between test scores and job performance for a group of people?
A.
Performance standard
B.
Digital dashboard
C.
Competency model
D.
Expectancy chart
16.
What is the primary disadvantage of using concurrent validation?
A.
Current employees may not be representative of new applicants
B.
New applicants are recent college graduates with limited experience
C.
Limited correlation exists between high test scores and job performance.
D.
Test batteries have not been administered by professional industrial psychologists.
17.
________ validation is considered the most dependable method of validating an employment test.
A.
Applicable
B.
Predictive
C.
Concurrent
D.
Statistical
18.
The process of cross-validating a test involves all of the following EXCEPT ________.
A.
Using a new sample of employees
B.
Administering additional tests
C.
Evaluating the relationship between scores and performance
D.
Developing and analyzing a scatter plot of scores versus performance
19.
According to the American Psychological Association, all of the following are rights of test takers EXCEPT the right to expect ________.
A.
Informed consent regarding the use of test results
B.
Scores to be interpreted by qualified individuals
C.
Tests to be the only selection tools for a job
D.
Fairness of the test for all who take it
20.
According to a survey, most employers who administer tests to applicants are measuring ________.
A.
Job skills
B.
Psychological behaviors
C.
Interpersonal behaviors
D.
Ethical opinions
21.
For over 40 years, Golden Creamery has been mixing up fresh, gourmet ice cream for customers. The company originated in Dallas and now boasts stores in 35 states. The business has primarily expanded by selling franchises to qualified candidates. Golden Creamery executives realize that the firm's success depends upon the success of each franchise. In the past, each individual franchise owner determined the best method for screening applicants. However, as the firm grows, Golden Creamery executives want to standardize the hiring process by requiring all franchisees to use the same preemployment tests. Which of the following best supports the argument that Golden Creamery should use a certified psychologist to develop preemployment tests?
A.
Golden Creamery needs to comply with all federal and state laws.
B.
Golden Creamery competitors use psychologists for test development.
C.
Golden Creamery strives to create a conscientious organizational culture.
D.
Golden Creamery needs to ensure that tests are legally and ethically appropriate
22.
For over 40 years, Golden Creamery has been mixing up fresh, gourmet ice cream for customers. The company originated in Dallas and now boasts stores in 35 states. The business has primarily expanded by selling franchises to qualified candidates. Golden Creamery executives realize that the firm's success depends upon the success of each franchise. In the past, each individual franchise owner determined the best method for screening applicants. However, as the firm grows, Golden Creamery executives want to standardize the hiring process by requiring all franchisees to use the same preemployment tests. Which of the following, if true, supports the argument that Golden Creamery should require franchise owners to use the firm's preemployment tests?
A.
Hourly employees at Golden Creamery stores typically remain with the company long enough to be promoted to management positions
B.
Golden Creamery franchise owners pay an initial franchise fee and receive a percentage of sales royalties in return.
C.
Annual turnover rates for hourly employees of Golden Creamery stores are three times the rate of comparable businesses.
D.
Individuals interested in working at a Golden Creamery store can complete online applications on the firm's Web site.
23.
For over 40 years, Golden Creamery has been mixing up fresh, gourmet ice cream for customers. The company originated in Dallas and now boasts stores in 35 states. The business has primarily expanded by selling franchises to qualified candidates. Golden Creamery executives realize that the firm's success depends upon the success of each franchise. In the past, each individual franchise owner determined the best method for screening applicants. However, as the firm grows, Golden Creamery executives want to standardize the hiring process by requiring all franchisees to use the same preemployment tests. Which of the following questions is most relevant to Golden Creamery's decision to implement preemployment testing for all franchises?
A.
Should Golden Creamery use internal or external sources for job candidates?
B.
How will Golden Creamery ensure the confidentiality of an applicant's test results?
C.
How does testing correlate with Golden Creamery's mission and vision statements?
D.
What is the role of testing in Golden Creamery's strategic performance management system?
24.
________ tests include assessments of general reasoning ability and of specific mental abilities like memory and inductive reasoning
A.
Motor ability
B.
Personality
C.
Achievement
D.
Cognitive
25.
Grafton Industries administers selection tests to job candidates. The tests measure a range of abilities including memory, vocabulary, verbal fluency, and numerical ability, so they are most likely ________ tests.
A.
Standardized
B.
Intelligence
C.
Achievement
D.
Personality
All of the following are most likely assessed on personality tests except ________.
personality tests measure emotional, social, and personal traits and behaviors, and they are categorized as either structured of projective.
Integrity tests are designed to predict proneness for theft and other forms of counterproductive work behavior in job applicants. Because the number of employers using integrity tests in the workplace is growing rapidly, it is useful to discuss them in some detail.
The correct option is: B] Peers are effectively able to predict the success of applicants. Explanation: Management assessment centers are recognized as an evaluation method that involves a series of exercises, interviews, simulations, and tests used by the peers to predict the success of the applicants.
- Aptitude tests assess how well a person can learn or acquire skills and abilities.