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Chapter V: Methods for Assessing & Selecting Employees Flashcards | StudBud
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Chapter V: Methods for Assessing & Selecting Employees
Chapter V: Methods for Assessing & Selecting Employees
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Exam II Chapter IV Review Quiz* By: Ricardo Cervantes *Use at your discretion/risk Good Luck!
Flashcards
40 cards
F
Practice quiz
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Host live
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Questions
40
Answers
1
The extent to which a test appears to be job related.
Face Validity
Face Off
Face Time
Face Reliability
2
Which of these are forms of Drug Testing?
Testing after an accident or disciplinary action
Pre-employment testing
Random selection at predetermined or random times
All of these Please!
3
Accuracy in determining the relationship between a test score & some measure of job performance
Concept Validity
Content Validity
Criterion-Related Validity
Construct Validity
4
Which of these is
NOT
a method of determining reliability?
Internal Reliability
Parallel Forms
Test-Retest
External Reliability
5
Unstructured Interviews are Optimal
Perhaps?
True That!
I woke up like this! #flawless
Nope!
6
Detailed/Structured evaluation of job applicants using a variety of techniques and instruments
Assessment Utility
Assessment Center
Assessment Exercise
Assessment Control
7
Experience, Knowledge, Skills, Ability, Personality & Character, Medical are examples of?
Employee Benefits
Employee Hunger Games
Employee Screening Tests
Employee Competencies
8
Extent to which a test actually measures the construct that it purports to measure...
Construct Validity
Content Validity
I'm hungry :/
Critical Validity
9
Applications, Resumes, & Letters of Reference are examples of?
Written Materials
Material Design
Wastes of Time
Oral Materials
10
The consistency of a measurement instrument or its stability over time is called?
Virility
Validity
Count Index
Reliability
11
What are Other Types of Ability Tests?
Motor/Physical
All are Correct yo!
Perceptual
Mechanical
12
Cognitive Ability Tests offer?
So So Validity
Low Validity
High Validity
High all the time...to get you off my mind
13
Validity Generalization
The extent to which a test found valid for a job in one location is...
21
valid for a different job in the same location.
valid for the same job in a different location.
valid for a different job in a different location.
14
Correlates scores on two different but equivalent versions of the same instrument...
Internal Reliability
Parallel Forms
Scorer Reliability
Test-Retest Reliability
15
Test Utility
The value of using a measurement in terms of important business outcomes, such as?
none of these
improved organizational performance
dollars gained
dollars gained or improved organizational performance
16
Administers the same measure to the same people at two diff times then correlates the scores...
Scorer Reliability
Test-Retest Reliability
Internal Reliability
Parallel Forms Reliability
17
The accuracy of inferences or projections drawn from measurements is known as?
Validity
Velocity
Velociraptor
Virility
18
Refers to adequately measuring the various characteristics needed to perform a job...
I'm tired :/
Criterion-Related Validity
Construct Validity
Content Validity
19
Measure applicants' abilities to perform tasks that replicate actual job tasks...
Work Experience Tests
Work Bitch!
Work Sample Tests
Work Stress Tests
20
Measures rater agreement & used when human judgment of performance is involved in selection...
Parallel Forms
Shakira's hips don't lie
Scorer Reliability
Test-Retest Reliability
21
Letters of Reference are GOOD predictors of performance?
Surfboard
Maybe?
False
True
22
Predictive Validity? (Two Answers)
Uses job applicants
Reduces the problem of range restriction
Uses current employees
Range restriction can be a problem
23
Cronbach's Coefficient Alpha... (Two Answers are correct)
Scores are correlated
Used with ratio or interval data
Test items are divided into 2 equal parts
Determines the average intercorrelations
24
Instruments that measure psychological characteristics of individuals...
Personality Quiz
Personality Profiles
Personality Tests
Personality Matrix
25
Which of these is
NOT
a good Biodata Item?
How many brothers and sisters do you have?
How many units of cereal did you sell during the last year?
What was your grade point average in college?
How many tries did it take you to pass the CPA exam?
26
Also known as Lie Detectors
Pinocchio
Polygraphs
Deception of Perception
Polygram
27
A selection method that considers an applicant’s school, military, community, & work experience
Bioinstrument
Biogenetic
Bioinformation
Biodata
28
Criterion-Related Validity can be established using
Concurrent Validity
&
Predictive Validity
?
False
Perhaps?
True
29
Integrity Tests
Measure honest/dishonest attitudes and/or behaviors. Which is
NOT
an example?
Psycho-analytic
Overt
Personality-based
Polygraph
30
Arriving at a premature, early overall evaluation of an applicant in a hiring interview
Quick Judgment
Snap Judgment
Fast Judgment
Judge Judy
31
Concurrent Validity? (Two Answers)
Reduces the problem of range restriction
Range restriction can be a problem
Uses current employees
Uses job applicants
32
Examines how the various items of the instrument intercorrelate...
Parallel Forms
Scorer Reliability
Test-Retest Reliability
Internal Reliability/Consistency
33
Structured Interviews, Cognitive Ability, Biodata, & Job Knowledge all have
HIGH
validity?
I Don't Know
False
True
I Don't Care...I LOVE IT!
34
Which of these is
NOT
a way to measure Validity?
Criterion
Content
Concept
Construct
35
Ability to understand, regulate, & communicate emotions & to use them to inform thinking...
Emotional Intelligence
Emotional Control
Zen
Emotional Aptitude
36
Combination of employment tests used to increase ability to predict future job performance
Test Explosion
Test Attack
Test Assault
Test Battery
37
The
Split-Half Method
determines the average intercorrelations/used with ratio/interval data...
False
Maybe?
True
38
What are Weighted Application Forms?
Do you even lift brah?
assign different weights to merits of job candidates
assign different weights to info provided on job app
Watermelons
39
A test that is unreliable is
never
valid.
I Quit
False
Maybe?
True
40
Which of these is
False
regarding Letters of Reference?
Gathers Employment and educational history
Gathers Evaluations of the applicant’s job performance
Gathers Evaluations of the applicant’s character
Gathers applicant's food allergies
