BUS 335 Week 9 Quiz– Strayer New
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Quiz
8 Chapter 11 and 12
Student:
___________________________________________________________________________
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
3. A
useful predictor is one where the sign of the relationship is consistent with
the logic or theory behind the
predictor.
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
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
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
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
8. There
are no cases in which a predictor has high validity and high adverse
impact.
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
10. Utility
refers to the expected gains to be derived from using a
predictor.
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
12. It
is desirable that the denominator of a selection ratio be
small.
True False
13. The
base rate is the number of hirees divided by the number of
employees.
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
15. The
most fundamental concern regarding utility analysis is that it lacks
realism.
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
17. The
most difficult factor in the economic gain formula to estimate is "cost
per applicant".
True False
18. Utility
analysis models do not take factors like EEO/AA concerns into account.
True False
19. Research
suggests that managers prefer the results of utility analysis to the
presentation of simple validity
coefficients.
True False
20. Utility
decreases as the number of valid predictors used in the selection process
increases.
True False
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
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
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
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
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