BUS 335 WEEK 9 QUIZ 8 CHAPTER 11,12
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BUS 335 WEEK 9 QUIZ 8 CHAPTER 11,12
True / False Questions
1. Practical significance is the sign of a correlation coefficient.
True False
1. Practical significance is the sign of a correlation coefficient.
True False
2. Validity refers to the relationship between predictor
and criterion scores.
True False
True False
3. A useful predictor is one where the sign of the
relationship is consistent with the logic or theory behind the predictor.
True False
True False
4. Statistical significance is stated as a probability and
indicates a given predictor’s chances of yielding similar validity coefficients
with different sets of applicants.
True False
True False
5. A significance level of p<0.05 means that there are
fewer than 5 chances in 100 of concluding there is a relationship in the
population of job applicants, when in fact, there is not.
True False
True False
6. In general, the greater the correlation of a given
predictor with other predictors of a criterion, the more useful the predictor
will be.
True False
True False
7. The usefulness of a predictor is determined by the value
it adds to the prediction of job success above and beyond the forecasting
powers of other available predictors.
True False
True False
8. There are no cases in which a predictor has high
validity and high adverse impact.
True False
True False
9. All other things being equal, if a selection specialist
must decide between two predictors, the one that causes the least adverse
impact would be the best choice.
True False
True False
10. Utility refers to the expected gains to be derived from
using a predictor.
True False
True False
11. The selection ratio is the number of people hired
divided by the number of applicants, and it is desirable that this ratio be
high.
True False
True False
12. It is desirable that the denominator of a selection
ratio be small.
True False
True False
13. The base rate is the number of hirees divided by the
number of employees.
True False
True False
14. When deciding whether or not to use a new predictor,
the validity coefficient, the base rate, and the selection ratio should be
considered in combination, not independently.
True False
True False
15. The most fundamental concern regarding utility analysis
is that it lacks realism.
True False
True False
16. If you are using the “economic gains formula,” and you
have just increased the validity of your selection procedures with no change in
cost, your economic gain value should increase.
True False
True False
17. The most difficult factor in the economic gain formula
to estimate is “cost per applicant”.
True False
True False
18. Utility analysis models do not take factors like EEO/AA
concerns into account.
True False
True False
19. Research suggests that managers prefer the results of
utility analysis to the presentation of simple validity coefficients.
True False
True False
20. Utility decreases as the number of valid predictors
used in the selection process increases.
True False
Multiple Choice Questions
21. If you are evaluating the usefulness of a given predictor in predicting job success, and you are interested in the value the predictor adds to the prediction of job success, you want to know the predictor’s ________.
A. validity coefficient
B. practical significance
C. sign
D. statistical significance
True False
Multiple Choice Questions
21. If you are evaluating the usefulness of a given predictor in predicting job success, and you are interested in the value the predictor adds to the prediction of job success, you want to know the predictor’s ________.
A. validity coefficient
B. practical significance
C. sign
D. statistical significance
22. When HR specialists state that a new predictor “adds
value” to the prediction of job success, they mean that _____.
A. the predictor provides economic benefit to prediction
B. the predictor has a high validity coefficient
C. the predictor adds to the prediction of job success over and beyond the forecasting powers of current predictors
D. the predictor is highly correlated with other predictors, thus increasing efficiency
A. the predictor provides economic benefit to prediction
B. the predictor has a high validity coefficient
C. the predictor adds to the prediction of job success over and beyond the forecasting powers of current predictors
D. the predictor is highly correlated with other predictors, thus increasing efficiency
23. A significance level of p<0.05 in a validity study
means _________.
A. that there are fewer than 5 chances in 100 of concluding there is a relationship in the population of job applicants, when in fact, there is not
B. that there are 5 chances in 100 of concluding that there is not a relationship in the population of job applicants, when in fact, there is
C. that the practical significance of the observed relationship is very low
D. that there are fewer than 5 chances in 100 that a predictor has adverse impact
A. that there are fewer than 5 chances in 100 of concluding there is a relationship in the population of job applicants, when in fact, there is not
B. that there are 5 chances in 100 of concluding that there is not a relationship in the population of job applicants, when in fact, there is
C. that the practical significance of the observed relationship is very low
D. that there are fewer than 5 chances in 100 that a predictor has adverse impact
24. Validity refers to __________.
A. the number of individuals hired by a predictor
B. the number of individuals hired divided by the number of applicants
C. the relationship between predictor and criterion scores
D. the inverse of the adverse impact ratio
A. the number of individuals hired by a predictor
B. the number of individuals hired divided by the number of applicants
C. the relationship between predictor and criterion scores
D. the inverse of the adverse impact ratio
25. If an HR specialist is assessing the usefulness of
predictors in forecasting job success, and it is noted that a given predictor
has both high validity and high adverse impact, the HR specialist should
conclude ___________.
A. this can never happen and the method of calculating validity must be incorrect
B. this is a common circumstance and the predictor should be used
C. if the predictor is highly correlated with other predictors, this will compensate for adverse impact
D. legal problems could result and alternative predictors should be sought
A. this can never happen and the method of calculating validity must be incorrect
B. this is a common circumstance and the predictor should be used
C. if the predictor is highly correlated with other predictors, this will compensate for adverse impact
D. legal problems could result and alternative predictors should be sought
26. Under which circumstances is “hiring success gain”
likely to be optimal?
A. Low selection ratio, low base rate, high validity
B. High selection ratio, high base rate, high validity
C. High selection ratio, low base rate, high validity
D. High selection ratio, low base rate, low validity
A. Low selection ratio, low base rate, high validity
B. High selection ratio, high base rate, high validity
C. High selection ratio, low base rate, high validity
D. High selection ratio, low base rate, low validity
27. Which of the following is the most difficult to
estimate term in the economic gain formula?
A. Average tenure of employees.
B. Number of applicants.
C. Dollar value of job performance.
D. Cost per applicant.
A. Average tenure of employees.
B. Number of applicants.
C. Dollar value of job performance.
D. Cost per applicant.
28. Taylor-Russell tables are an effective decision making
tool in that they ________.
A. allow for calculating selection ratios
B. enable HR specialists to calculate utility ratios
C. allow simultaneous consideration of a predictor’s base rate, selection ratio, and validity
D. help to increase validity coefficients to more acceptable levels
A. allow for calculating selection ratios
B. enable HR specialists to calculate utility ratios
C. allow simultaneous consideration of a predictor’s base rate, selection ratio, and validity
D. help to increase validity coefficients to more acceptable levels
29. Economic gain formulas provide the HR specialist with
an estimate of ______.
A. the economic gain derived from using a predictor versus random selection
B. the economic gain from using random selection
C. the economic gain of the standard deviation of job performance
D. the economic gain of the validity coefficient
A. the economic gain derived from using a predictor versus random selection
B. the economic gain from using random selection
C. the economic gain of the standard deviation of job performance
D. the economic gain of the validity coefficient
Determining Assessment Scores
True / False Questions
30. A compensatory approach to selection decisions means that applicants must earn a passing score on each predictor before advancing in the selection process.
True False
True / False Questions
30. A compensatory approach to selection decisions means that applicants must earn a passing score on each predictor before advancing in the selection process.
True False
31. The clinical prediction method of determining an
applicant’s score on a job assessment instrument relies on adding the
individual predictor scores together to arrive at the applicant’s total score.
True False
True False
32. The “unit weighting” method of determining the score of
a job applicant on an assessment instrument considers the relative importance
of each predictor.
True False
True False
33. Multiple regression will be more precise than unit
weighting if there is a small number of predictors, low correlations between
predictors, and a large sample.
True False
True False
34. The multiple hurdles method of setting a passing score
for a job predictor would be a cost efficient method for making decisions about
hiring.
True False
Multiple Choice Questions
35. The _________ approach means that selection decisions means that scores on one predictor can make up for low scores on another.
A. multiple hurdles
B. Markov process
C. compensatory model
D. none of the above
True False
Multiple Choice Questions
35. The _________ approach means that selection decisions means that scores on one predictor can make up for low scores on another.
A. multiple hurdles
B. Markov process
C. compensatory model
D. none of the above
36. The _________ method of determining an applicant’s
score is based on the expert judgment of the manager.
A. multiple regression
B. clinical prediction
C. unit weighting
D. none of the above
A. multiple regression
B. clinical prediction
C. unit weighting
D. none of the above
37. The _________ method of determining an applicant’s
score is based on assigning weights by statistical procedures and then adding
predictor scores together.
A. multiple regression
B. clinical prediction
C. unit weighting
D. none of the above
A. multiple regression
B. clinical prediction
C. unit weighting
D. none of the above
38. The _________ approach means that an applicant must
earn a passing score on each predictor before advancing in the selection
process.
A. multiple hurdles
B. Markov process
C. compensatory model
D. none of the above
A. multiple hurdles
B. Markov process
C. compensatory model
D. none of the above
Hiring Standards and Cut Scores
True / False Questions
39. In establishing procedures for setting cutoff scores, organizations should stress the job-relatedness of the assessment procedure and de-emphasize validity.
True False
True / False Questions
39. In establishing procedures for setting cutoff scores, organizations should stress the job-relatedness of the assessment procedure and de-emphasize validity.
True False
40. In assessing cutoff scores, a “false negative” is an
applicant who is assessed as not likely to succeed, but who would have been
successful if hired.
True False
True False
41. In assessing cutoff scores, a “false positive” is an
applicant who is assessed as not likely to succeed, but who would have been
successful if hired.
True False
True False
42. The minimum competency method involves setting the cut
score on the basis of the minimum qualifications deemed necessary to perform a
job.
True False
True False
43. In top down hiring, all individuals who are above a
minimum competency point are hired.
True False
True False
44. There is little evidence that individuals who perceive
themselves to be overqualified are less satisfied or have higher intentions to
turnover.
True False
True False
45. The law prohibits using different norms for test scores
of minority and majority groups.
True False
True False
More Questions are Included…
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