Question 1

It is desirable that the denominator of a selection ratio be small.

Accepted Answer

A) True 
 B)False

Question 2

Ongoing hiring is most common in organizations with very high turnover rates.

Accepted Answer

A) True 
 B)False

Question 3

The _________ approach means that selection decisions means that scores on one predictor can make up for low scores on another.

Accepted Answer

A)   multiple hurdles
B)   Markov process
C)   compensatory model
D)   none of these

Question 4

A compensatory approach to selection decisions means that applicants must earn a passing score on each predictor before advancing in the selection process.

Accepted Answer

A) True 
 B)False

Question 5

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.

Accepted Answer

A) True 
 B)False

Question 6

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 ___________.

Accepted Answer

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

Question 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.

Accepted Answer

A) True 
 B)False

Question 8

In general,the greater the correlation of a given predictor with other predictors of a criterion,the more useful the predictor will be.

Accepted Answer

A) True 
 B)False  False

Question 9

Under which circumstances is "hiring success gain" likely to be optimal?

Accepted Answer

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

Question 10

When using ____________,finalists are banded together into rank-ordered categories.

Accepted Answer

A)   ranking
B)   random selection
C)   clinical prediction
D)   grouping

Question 11

If adverse impact occurs because of certain selection procedures,these procedures may be justified under UGESP through validity studies.

Accepted Answer

A) True 
 B)False

Question 12

Employees are most likely to be involved in hiring decision making if they are organized in ___________.

Accepted Answer

A)   solo work
B)   functional harmony
C)   teams
D)   none of these

Question 13

If an organization wish to comply with the law and still increase the diversity of its workforce,it should ____________.

Accepted Answer

A)   de-emphasize selection based on KSAOs
B)   use recruitment as a tool for attracting a more diverse and qualified applicant pool
C)   use clinical and other subjective prediction methods
D)   all of these

Question 14

A significance level of p < 0.05 means that there are fewer than 5 chance in 100 of concluding there is a relationship in the population of job applicants,when in fact,there is not.

Accepted Answer

A) True 
 B)False

Question 15

Research suggests that managers prefer the results of utility analysis to the presentation of simple validity coefficients.

Accepted Answer

A) True 
 B)False

Question 16

The selection ratio is the number of people hired divided by the number of applicants,and it is desirable that this ratio be high.

Accepted Answer

A) True 
 B)False

Question 17

A significance level of p < 0.05 in a validity study means __________.

Accepted Answer

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

Question 18

The most fundamental concern regarding utility analysis is that it lacks realism.

Accepted Answer

A) True 
 B)False

Question 19

Practical significance is the sign of a correlation coefficient.

Accepted Answer

A) True 
 B)False  False

Question 20

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.

Accepted Answer

A) True 
 B)False

Exam 11: Decision Making

It is desirable that the denominator of a selection ratio be small.

Correct AnswerverifiedShow Answer

Ongoing hiring is most common in organizations with very high turnover rates.

Correct AnswerverifiedShow Answer

The _________ approach means that selection decisions means that scores on one predictor can make up for low scores on another.

Correct AnswerverifiedShow Answer

A compensatory approach to selection decisions means that applicants must earn a passing score on each predictor before advancing in the selection process.

Correct AnswerverifiedShow Answer

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.

Correct AnswerverifiedShow Answer

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 ___________.

Correct AnswerverifiedShow Answer

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.

Correct AnswerverifiedShow Answer

In general,the greater the correlation of a given predictor with other predictors of a criterion,the more useful the predictor will be.

Correct AnswerverifiedFalse

Under which circumstances is "hiring success gain" likely to be optimal?

Correct AnswerverifiedShow Answer

When using ____________,finalists are banded together into rank-ordered categories.

Correct AnswerverifiedShow Answer

If adverse impact occurs because of certain selection procedures,these procedures may be justified under UGESP through validity studies.

Correct AnswerverifiedShow Answer

Employees are most likely to be involved in hiring decision making if they are organized in ___________.

Correct AnswerverifiedShow Answer

If an organization wish to comply with the law and still increase the diversity of its workforce,it should ____________.

Correct AnswerverifiedShow Answer

A significance level of p < 0.05 means that there are fewer than 5 chance in 100 of concluding there is a relationship in the population of job applicants,when in fact,there is not.

Correct AnswerverifiedShow Answer

Research suggests that managers prefer the results of utility analysis to the presentation of simple validity coefficients.

Correct AnswerverifiedShow Answer

The selection ratio is the number of people hired divided by the number of applicants,and it is desirable that this ratio be high.

Correct AnswerverifiedShow Answer

A significance level of p < 0.05 in a validity study means __________.

Correct AnswerverifiedA

The most fundamental concern regarding utility analysis is that it lacks realism.

Correct AnswerverifiedShow Answer

Practical significance is the sign of a correlation coefficient.

Correct AnswerverifiedFalse

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.

Correct AnswerverifiedShow Answer

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