对外经贸大学：《人力资源管理 Human Resource Management》课程教学资源（作业）Chapter 5 Personnel Selection and Placement

莲喇母矮将贸多大学 人力资源管理 Chapter 5 Personnel Selection and Placement True/False Questions 6-1.The degree to which a measure is free from random error refers to its reliability. Ans:T Difficulty:E Page 180 L01 6-2.A concurrent criterion-related validation strategy correlates job incumbents'scores on a test with their performance appraisal scores. Ans:T Difficulty:E Page 185 L01 6-3.A measure must be reliable to have validity Ans:T Difficulty:E Page 184 L01 6-4.Content validation strategies employ experts'judgments regarding the validity of the selection method. Ans:T Difficulty:E Page 187 第1页共27页

人力资源管理 Chapter 5 Personnel Selection and Placement True/False Questions 6-1. The degree to which a measure is free from random error refers to its reliability. Ans: T Difficulty: E Page 180 LO1 6-2. A concurrent criterion-related validation strategy correlates job incumbents’ scores on a test with their performance appraisal scores. Ans: T Difficulty: E Page 185 LO1 6-3. A measure must be reliable to have validity. Ans: T Difficulty: E Page 184 LO1 6-4. Content validation strategies employ experts’ judgments regarding the validity of the selection method. Ans: T Difficulty: E Page 187 第 1 页 共 27 页

链为4经降父多大号 人力资源管理 LOI 6-5.Where there are small sample settings,content validation is generally less applicable than criterion-related validation. Ans:F Difficulty:H Page 187 L01 6-6.The degree to which information provided by a selection method enhances the effectiveness of selecting personnel in real organizations refers to the selection method's generalizability. Ans:F Difficulty:M Page 188 L01 6-7.The utility of a test will tend to decrease as the selection ratio gets lower. Ans:F Difficulty:M Page 190 L02 6-8.The utility of any given selection procedure will be higher as the number of people to be tested goes up. Ans:F Difficulty:M Page 190 L02 第2页共27页

人力资源管理 LO1 6-5. Where there are small sample settings, content validation is generally less applicable than criterion-related validation. Ans: F Difficulty: H Page 187 LO1 6-6. The degree to which information provided by a selection method enhances the effectiveness of selecting personnel in real organizations refers to the selection method’s generalizability. Ans: F Difficulty: M Page 188 LO1 6-7. The utility of a test will tend to decrease as the selection ratio gets lower. Ans: F Difficulty: M Page 190 LO2 6-8. The utility of any given selection procedure will be higher as the number of people to be tested goes up. Ans: F Difficulty: M Page 190 LO2 第 2 页 共 27 页

碰男华经海贸多大学 人力资源管理 6-9.The Civil Rights Act of 1991 explicitly prohibits the granting of preferential treatment to minority groups. Ans:T Difficulty:M Page 191 L03 6-10.Under the Americans With Disabilities Act,employers are prohibited from requiring job applicants to submit to a medical examination prior to an offer of employment. Ans:T Difficulty:E Page 191 LO3 6-11.Research is beginning to show that the employment interview works well if interviewers are trained to be more in touch with their instincts regarding candidates and the questions asked are varied based on the flow of the interview. Ans:F Difficulty:E Page 192 L04 6-12.The use of situational questions in job interviews is generally recommended. Ans:T Difficulty:M Page 193 L04 6-13.Biographical data has high utility,especially for occupational categories such as clerical and sales. 第3页共27页

人力资源管理 6-9. The Civil Rights Act of 1991 explicitly prohibits the granting of preferential treatment to minority groups. Ans: T Difficulty: M Page 191 LO3 6-10. Under the Americans With Disabilities Act, employers are prohibited from requiring job applicants to submit to a medical examination prior to an offer of employment. Ans: T Difficulty: E Page 191 LO3 6-11. Research is beginning to show that the employment interview works well if interviewers are trained to be more in touch with their instincts regarding candidates and the questions asked are varied based on the flow of the interview. Ans: F Difficulty: E Page 192 LO4 6-12. The use of situational questions in job interviews is generally recommended. Ans: T Difficulty: M Page 193 LO4 6-13. Biographical data has high utility, especially for occupational categories such as clerical and sales. 第 3 页 共 27 页

链剥挂将发多大是 人力资源管理 Ans:T Difficulty:M Page 194 L04 6-14.Tests of physical abilities for physically demanding jobs often are relevant for predicting occupational injuries. Ans:T Difficulty:M Page 195 L04 6-15.A concern that employers should have regarding the use of cognitive ability tests is that they have been shown to have an adverse impact on black applicants. Ans:T Difficulty:E Page 196 L04 6-16.Personality inventories tend to have high reliability,low (criterion)validity,and low generalizability Ans:T Difficulty:H Page 196 L04 6-17.Of the five major dimensions of personality inventories,"agreeableness"has generally been found to have the highest validity in predicting job performance. Ans:F Difficulty:M Page 197 第4页共27页

人力资源管理 Ans: T Difficulty: M Page 194 LO4 6-14. Tests of physical abilities for physically demanding jobs often are relevant for predicting occupational injuries. Ans: T Difficulty: M Page 195 LO4 6-15. A concern that employers should have regarding the use of cognitive ability tests is that they have been shown to have an adverse impact on black applicants. Ans: T Difficulty: E Page 196 LO4 6-16. Personality inventories tend to have high reliability, low (criterion) validity, and low generalizability. Ans: T Difficulty: H Page 196 LO4 6-17. Of the five major dimensions of personality inventories, “agreeableness” has generally been found to have the highest validity in predicting job performance. Ans: F Difficulty: M Page 197 第 4 页 共 27 页

链剥4经将父多大号 人力资源管理 L04 6-18.An"in-basket"test is an example of a work sample test for managerial positions. Ans:T Difficulty:M Page 197 L04 6-19.The use of polygraph tests by private employers was banned(with few exceptions)by the Polygraph Act of 1988. Ans:T Difficulty:E Page 198 L04 6-20.The use of drug tests is controversial primarily because their results have low reliability and validity. Ans:F Difficulty:M Page 199 L04 6-21.Work sample tests tend to have high reliability,high validity,and high legality. Ans:T Difficulty:M Page 200;Table 6.6 LO5 6-22.Drug tests tend to have low validity,low legality,and low utility. 第5页共27页

人力资源管理 LO4 6-18. An “in-basket” test is an example of a work sample test for managerial positions. Ans: T Difficulty: M Page 197 LO4 6-19. The use of polygraph tests by private employers was banned (with few exceptions) by the Polygraph Act of 1988. Ans: T Difficulty: E Page 198 LO4 6-20. The use of drug tests is controversial primarily because their results have low reliability and validity. Ans: F Difficulty: M Page 199 LO4 6-21. Work sample tests tend to have high reliability, high validity, and high legality. Ans: T Difficulty: M Page 200; Table 6.6 LO5 6-22. Drug tests tend to have low validity, low legality, and low utility. 第 5 页 共 27 页

链剥将发多大是 人力资源管理 Ans:F Difficulty:E Page 200;Table 6.6 LO5 6-23.Reference checks tend to have moderate reliability,moderate validity,and moderate utility. Ans:F Difficulty:E Page 200;Table 6.6 L05 6-24.Concurrent validation is superior to predictive validation. Ans:F Difficulty:M Page 185 L01 6-25.Situational specificity is a particular concern when using standard cognitive ability tests in employee selection Ans:F Difficulty:M Page 188 L01 Multiple Choice Questions 6-26.The degree to which a measure is free from random error refers to its a.reliability. b.validity. 第6页共27页

人力资源管理 Ans: F Difficulty: E Page 200; Table 6.6 LO5 6-23. Reference checks tend to have moderate reliability, moderate validity, and moderate utility. Ans: F Difficulty: E Page 200; Table 6.6 LO5 6-24. Concurrent validation is superior to predictive validation. Ans: F Difficulty: M Page 185 LO1 6-25. Situational specificity is a particular concern when using standard cognitive ability tests in employee selection. Ans: F Difficulty: M Page 188 LO1 Multiple Choice Questions 6-26. The degree to which a measure is free from random error refers to its a. reliability. b. validity. 第 6 页 共 27 页

碰剥经悔贸多大号 人力资源管理 c.generalizability. d.utility Ans:a Difficulty:E Page 180 L01 6-27.The degree to which two sets of numbers are related is referred to as the a.validity. b.standard error of the measure. c.utility. d.correlation coefficient. Ans:d Difficulty:H Page 181 L01 6-28.You would be in the best position to decide whether or not to hire one applicant versus another based on their respective scores on the cognitive ability test if a.a content validation design had been used. b.a concurrent criterion-related design had been used. c.reliability of the test was known. d.it was shown that the validity of the test was"situationally specific." Ans:b Difficulty:E Page 184 L01 6-29.The extent to which performance on the selection measure (i.e.,the predictor)is associated with performance on the job is called a.reliability. b.validity. c.generalizability. d.utility. 第7页共27页

人力资源管理 c. generalizability. d. utility. Ans: a Difficulty: E Page 180 LO1 6-27. The degree to which two sets of numbers are related is referred to as the a. validity. b. standard error of the measure. c. utility. d. correlation coefficient. Ans: d Difficulty: H Page 181 LO1 6-28. You would be in the best position to decide whether or not to hire one applicant versus another based on their respective scores on the cognitive ability test if a. a content validation design had been used. b. a concurrent criterion-related design had been used. c. reliability of the test was known. d. it was shown that the validity of the test was “situationally specific.” Ans: b Difficulty: E Page 184 LO1 6-29. The extent to which performance on the selection measure (i.e., the predictor) is associated with performance on the job is called a. reliability. b. validity. c. generalizability. d. utility. 第 7 页 共 27 页

爸剥撞降餐多大学 人力资源管理 Ans:c Difficulty:H Page 183 L01 6-30.Which of the following validation strategies is most likely to be adversely affected by the "restriction of range"problem that results from current employees tending to be homogeneous? a.Predictive criterion-related b.Concurrent criterion-related c.Content d.Face Ans:b Difficulty:M Page 185 LOI 6-31.To test the validity of your selection device for widget makers,you have given it to the present widget makers in your company and correlated it with their latest performance appraisal scores.What type of strategy have you used? a.Predictive criterion-related validation b.Content validation c.Concurrent criterion-related validation d.Utility Ans:c Difficulty:E Page 185 L01 6-32.A new mechanical aptitude test has been developed that has a maximum possible score of 100 points.This test is administered twice,with the following results: Time 1 Time 2 John 10 47 Cathy 89 33 Pete 95 80 第8页共27页

人力资源管理 Ans: c Difficulty: H Page 183 LO1 6-30. Which of the following validation strategies is most likely to be adversely affected by the “restriction of range” problem that results from current employees tending to be homogeneous? a. Predictive criterion-related b. Concurrent criterion-related c. Content d. Face Ans: b Difficulty: M Page 185 LO1 6-31. To test the validity of your selection device for widget makers, you have given it to the present widget makers in your company and correlated it with their latest performance appraisal scores. What type of strategy have you used? a. Predictive criterion-related validation b. Content validation c. Concurrent criterion-related validation d. Utility Ans: c Difficulty: E Page 185 LO1 6-32. A new mechanical aptitude test has been developed that has a maximum possible score of 100 points. This test is administered twice, with the following results: Time 1 Time 2 John 10 47 Cathy 89 33 Pete 95 80 第 8 页 共 27 页

链剥将发多大是 人力资源管理 Tom 56 91 If these results are typical,this test is a.reliable and valid. b.reliable.but not valid. c.unreliable,though may still be valid d.neither reliable nor valid. Ans:d Difficulty:M Page180-185 L01 6-33.A validation study that gives a test to job applicants and then compares these scores to a future measure of job performance is called a.content validation. b.predictive criterion-related validation c.concurrent criterion-related validation d.split-halves validation. Ans:b Difficulty:E Page 184 L01 6-34.The general method of establishing the validity of a selection method by showing that there is an empirical association between scores on the selection measure and scores for job performance is called a.criterion-related validation. b.split-half estimate of validation. c.content validation. d.reliability of the measurement and validation. Ans:a Difficulty:E Page 184 L01 6-35.You want to establish the validity of a test designed for computer technicians using a predictive 第9页共27页

人力资源管理 Tom 56 91 If these results are typical, this test is a. reliable and valid. b. reliable, but not valid. c. unreliable, though may still be valid. d. neither reliable nor valid. Ans: d Difficulty: M Page 180-185 LO1 6-33. A validation study that gives a test to job applicants and then compares these scores to a future measure of job performance is called a. content validation. b. predictive criterion-related validation. c. concurrent criterion-related validation. d. split-halves validation. Ans: b Difficulty: E Page 184 LO1 6-34. The general method of establishing the validity of a selection method by showing that there is an empirical association between scores on the selection measure and scores for job performance is called a. criterion-related validation. b. split-half estimate of validation. c. content validation. d. reliability of the measurement and validation. Ans: a Difficulty: E Page 184 LO1 6-35. You want to establish the validity of a test designed for computer technicians using a predictive 第 9 页 共 27 页

链男4经降贸多大是 人力资源管理 criterion-related validation strategy.To do so,you must administer the test to a.at least half your present computer technicians. b.people doing similar jobs in other companies. c.people applying for computer technician jobs in your company. d.only your current computer technicians who are performing at or above acceptable levels. Ans:c Difficulty:H Page 184 LO1 6-36.You are considering using a specific cognitive ability test in your selection of employees for the job of production supervisor at a furniture plant in North Carolina.The test was validated one year ago using a predictive criterion-related design and 110 production supervisors from automobile manufacturing plants in Michigan.The obtained validity correlation was 0.40;this validity correlation IS a.low relative to those typically found for personality tests. b.seriously suspect due to the small sample size. c.high relative to traditional interviews. d.less likely to have been influenced by a restriction of range problem than if a concurrent criterion-related design had been used. Ans:d Difficulty:H Page184-185 L01 6-37.Concerns about the large role that subjective judgments play should be greatest when using a.predictive criterion-related validation. b.concurrent criterion-related validation. c.content validation. d.test-retest estimates of reliability. Ans:c Difficulty:E Page 187 L01 第10页共27页

人力资源管理 criterion-related validation strategy. To do so, you must administer the test to a. at least half your present computer technicians. b. people doing similar jobs in other companies. c. people applying for computer technician jobs in your company. d. only your current computer technicians who are performing at or above acceptable levels. Ans: c Difficulty: H Page 184 LO1 6-36. You are considering using a specific cognitive ability test in your selection of employees for the job of production supervisor at a furniture plant in North Carolina. The test was validated one year ago using a predictive criterion-related design and 110 production supervisors from automobile manufacturing plants in Michigan. The obtained validity correlation was 0.40; this validity correlation is a. low relative to those typically found for personality tests. b. seriously suspect due to the small sample size. c. high relative to traditional interviews. d. less likely to have been influenced by a restriction of range problem than if a concurrent criterion-related design had been used. Ans: d Difficulty: H Page 184-185 LO1 6-37. Concerns about the large role that subjective judgments play should be greatest when using a. predictive criterion-related validation. b. concurrent criterion-related validation. c. content validation. d. test-retest estimates of reliability. Ans: c Difficulty: E Page 187 LO1 第 10 页 共 27 页